The Change Analysis According to Tock (2012), a successful CEO possesses 5 traits such as passionate curiosity, team smarts, fearlessness, simple mindset, and battle hardened confidence. However, not all CEOs possess these traits. Thus, a strong sense of leadership is vital when there comes a time when an organization needs a change to maintain or become successful. Two companies that currently acquired new CEOs are Yahoo and Apple. Both companies have been gone through changes within the organization with the new CEOs. Yahoo organization has increased its revenue in stocks, acquisitions, and business launches under the current CEO’s, Marissa Mayer, leadership success (Mangalindan, 2013). One of the biggest changes that Mayer implemented was ending the work from home program. The change brought about scrutiny not only from the employees of Yahoo but other companies as well (Koster, 2013). However, despite the scrutiny and negativity around the change, the CEO stood her ground and instead implemented new changes to positively influence collaboration and productivity in the workplace. For instance, Mayer ensured that she communicated to all employees via web as well. Also, in order for Mayer to create the change, she hosted social happy hours which allowed employees to bond with one another and also allowed free meals in the cafeteria to all staff members (Koster, 2013). She transformed the culture of the company to collaborate together to become a successful organization again. In addition, Apple has gone through changes as well with the current CEO Tim Cook. Under Tim Cook, the executive leadership has expanded with promotions and extra responsibilities for these members (Guglielmo, 2012). With the recent launch of a faulty Maps application for the Iphone, there were heavy negative press and scrutiny about the organization. Cook addressed the problem by removing Scott Forstall, who was responsible for the software to become an interim advisor instead. Instead, he appointed several executives to higher positions and gave them higher compensation. The change was to retain the executives and reward the employees for their years of service to the company (Guglielmo, 2012). The similar changes that the companies have gone through are the change of CEOs. Apple had to change CEO due to the medical ailment of the former CEO, Steve Jobs. However, it was already a successful and growing company that is continually increasing its revenue. Tim Cook, the current CEO has made changes to increase executive leadership in order to retain their service to the organization. As a result, the company’s low turnover rate in the company continues to be low as with Steve Job’s leadership role (Guglielmo, 2012). Cook also wants to change the image of Apple to become more a philanthropist organization. Cook wants to continue to expand the organization, however give back more to charities and the communities (Internation Business). As for Yahoo, the recent chang ...

1. The Change Analysis
According to Tock (2012), a successful CEO possesses 5
traits such as passionate curiosity, team smarts, fearlessness,
simple mindset, and battle hardened confidence. However, not
all CEOs possess these traits. Thus, a strong sense of leadership
is vital when there comes a time when an organization needs a
change to maintain or become successful. Two companies that
currently acquired new CEOs are Yahoo and Apple. Both
companies have been gone through changes within the
organization with the new CEOs.
Yahoo organization has increased its revenue in stocks,
acquisitions, and business launches under the current CEO’s,
Marissa Mayer, leadership success (Mangalindan, 2013). One of
the biggest changes that Mayer implemented was ending the
work from home program. The change brought about scrutiny
not only from the employees of Yahoo but other companies as
well (Koster, 2013). However, despite the scrutiny and
negativity around the change, the CEO stood her ground and
instead implemented new changes to positively influence
collaboration and productivity in the workplace. For instance,
Mayer ensured that she communicated to all employees via web
as well. Also, in order for Mayer to create the change, she
hosted social happy hours which allowed employees to bond
with one another and also allowed free meals in the cafeteria to
all staff members (Koster, 2013). She transformed the culture of
the company to collaborate together to become a successful
organization again.
In addition, Apple has gone through changes as well with
the current CEO Tim Cook. Under Tim Cook, the executive
leadership has expanded with promotions and extra
responsibilities for these members (Guglielmo, 2012). With the
recent launch of a faulty Maps application for the Iphone, there
were heavy negative press and scrutiny about the organization.

2. Cook addressed the problem by removing Scott Forstall, who
was responsible for the software to become an interim advisor
instead. Instead, he appointed several executives to higher
positions and gave them higher compensation. The change was
to retain the executives and reward the employees for their
years of service to the company (Guglielmo, 2012).
The similar changes that the companies have gone through
are the change of CEOs. Apple had to change CEO due to the
medical ailment of the former CEO, Steve Jobs. However, it
was already a successful and growing company that is
continually increasing its revenue. Tim Cook, the current CEO
has made changes to increase executive leadership in order to
retain their service to the organization. As a result, the
company’s low turnover rate in the company continues to be
low as with Steve Job’s leadership role (Guglielmo, 2012).
Cook also wants to change the image of Apple to become more
a philanthropist organization. Cook wants to continue to expand
the organization, however give back more to charities and the
communities (Internation Business). As for Yahoo, the recent
change of CEO was due to the unsuccessful previous list of
CEOs. Yahoo needed a leader that led the organization back to
success. Thus, Mayer was able to achieve that by creating a
culture that promotes collaboration and “thinking big” for the
future of the company (Koster, 2013).
The difference during the changes of the companies is that
the CEO for Apple already had an organization that is
successful. Thus, Apple only needed to focus on maintaining
that success. While for Yahoo, the CEO had to focus on
reshaping and reorganizing the company as a whole to become
successful.
Futhermore, there are six different types of images of
change. The six are director, navigator, caretaker, coach,
interpreter, and nurturer. Each image depicts a different type of
way to manage organizational change. The three images that
closely relates to the changes that occurred within Yahoo and
Apple are Director, Caretaker, and Navigator. All three differs

3. in how to manage change. For instance in Director mode, a
leader dictates what, when, how the change will occur.
Employees will have to follow what the leader wants in order to
successfully follow that change of how the director/leader wants
it to be. As for a Caretaker, the leader ensures that everything is
in place in the organization such as resources to ensure that
changes occur and employees follow. For a Navigator, the
leader leads through guiding the organization to make changes
in the organization.
For Yahoo, if the leader was to become a director only
during the time of change, the culture of the organization would
not become successful as it is now. Although Mayer,
implemented changes that were frowned upon, she still
incorporated the needs of others to ensure that the needs of the
staff and the organization were both met thus, she exemplified
being a caretaker during the change. As a navigator however,
she opened hosted social happy hours in order to increase
bonding of the employees. There was little control on how
employees would bond during these times, but it was successful
in changing the culture of Yahoo to become more collaborated.
For Apple, Tim Cook shows more of a navigtor approach
during the change. Although the company was already
successful, he wanted to change how the company runs. For
instance, he increased compensation for promoted executive
members. He did so in order to retain and reward their services,
however, the change included giving more responsibilities to
these executive members in order for them to directly report to
him (Guglielmo, 2012). Cook exercised the behavior of a
navigator, by placing multiple teams to assist organizational
changes (Palmer, Dunford, Akin, 2009). Since Apple was
already a successful business, if Cook decided to make changes
are a caretaker, the business would continue to become
successful because all resources are already in place and
available. If he were to be a director type during the change, the
turnover rates of the company would begin to rise because
drastic changes to a successful company could lead to unhappy

4. employees.
A successful leader should however exercise healthy
balance of being a director and a caretaker during changes. As a
director you can lead the company to become innovative and
overcome the fear of the unknown. However, as a caretaker, you
can be supportive at the same time and ensuring the resources
are available for the organization to begin to change. Without
the direction coming from a director and the support from a
caretaker, the organization will not successfully change.
References
International Business, T. (5). Apple without Steve Jobs: 9
things CEO Tim Cook is doing to move forward. International
Business Times.
Guglielmo, C. (2012). Apple CEO Tim Cook shakes up
management team, iOS Chief Forstall, retail leader to depart.
Forbes.Com, 1.
Koster, K. (2013). Yahoo! CEO aims to draw employees to
workplace. Employee Benefit News, 27(8), 8-11.
Mangalindan, J. (2013). Marissa Mayer's 3 biggest decisions as
Yahoo CEO. Fortune.Com, 1.
Palmer, I., Dunford, R., & Akin, G. (2009). Managing
organizational change: A multiple perspectives approach. (2nd
ed.). New York, NY: The McGraw-Hill Companies.
Tock, E. (2012). Successful CEOs possess five traits that set
them apart from the rest. Club Industry, 28(10), 18.
Sheet1Change ImageBasis of ImageApplication to Company
#1Application to Company #2Pressures for ChangeDiffers from
others how?Unintended consequences from
ImageDirectorNavigatorCaretakerCoachInterpreterNurturer

5. Sheet2
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Part 2: The Change Analysis - Images of Change (Due Week 2)
The “Images” section focuses on the six different images of
managing change and how each “approach” to change effects all
that follows in its implementation and continued support.
Download the “Week 2 Project Images Grid” from doc-sharing.
Pick three of the “images of change” explained in the Week 2
lecture from the grid, and analyze how those particular
“images” would affect the ensuing diagnosis and
implementation in your two selected companies on their change
plans.
Here’s what to do:
1. Working with the information that you provided in your topic
proposal, and any feedback you have received from your
Professor, flesh out the facts and information from your original
proposal.
2. Review the changes in each company and describe them
thoroughly in a word document. Explain how the change
impacted the companies, and who it impacted. Compare some of
the similarities and differences between the change in the two
companies.
3. Look at your grid and pick three images of change from your
grid. Fill out the empty blocks on the grid for those three
images using outlines, bullet points, and rough ideas for both
company’s change.
4. Now, in a Word document, analyze, compare and contrast the
three images and explain how the behaviors of those images
would be different or the same during your companies’ changes,
and how those differences could (or did) impact the success (or
failure) of the change, comparing and contrasting the results at
both companies.
5. Explain which image (or combination of images) you feel
would have best facilitated the described change and why.
6. Based on the information you actually read about the results

6. of this change, state which image you think the leader of the
change actually resembled the most. You may speculate here on
which image you feel best represents the “change agent” at
either or both of the companies. This will depend on how much
information you found about the internal workings of the
company during the change.
This paper should focus on evidence that demonstrates how the
management of the organization integrated one or more of the
six images of managing change (Chapters 2 and 3) how
effective the change was and what management could have done
differently to increase the probability of successfully
implementing the strategic change initiative. Again, this is a
compare and contrast paper – so include information about both
companies in your report.
Grading rubric for paper #2 – Change Images
Item
Total points
Properly filled out and submitted change grid showing your
initial analysis and notes.
10
Two companies selected, “briefed”, and referenced.
20
Thorough description of the change explained
20
Comparison of the two companies, similarities/differences of
the changes and the results
25
Image analysis
25
At least 4 new references, properly cited.
10
Total Points
110
This paper could be as short as 3 pages or as long as 7. Use
APA formatting (double spaced, decent font.) Include your
references on the final page. You should have at least 4

7. additional/new outside references, excluding the textbook.
References should be scholarly.
Week 1 Proposal
Lockheed Martin has changed some of its policies in
leadership. They have implemented new imperatives to help
better select those leaders. To that end, leaders are now
measured in the context of four other leadership "imperatives",
which include how well they energize their teams, their success
in developing business relationships (both within and outside
the company), how effectively they focus on the future, and
their efforts to model personal excellence, integrity, and
accountability (L, 2010). Lockheed Martin has made sure that
these imperatives are met by providing training and classes in
leadership. This program significantly has helped to not only
provide promising people with the skills needed to succeed and
be successful, but to make sure that they can weed out those
that do not have the skills that it takes to be a leader and work
as a team. There are a wide range of Leadership Development
Programs (LDPs) available to college job applicants to help in
developing the toolkit of experience, skills and leadership
needed to prepare and compete for future Lockheed Martin
leadership positions (Lockheed).
Northrop Grumman has also undergone some leadership
changes just not in the same ways as Lockheed. At the end of
2015 they announced that they were undergoing some major
organization and leadership changes. These changes include
streamlining four sectors to three and appointing a new chief
operating officer. Two new sectors were created by merging
elements of the company's current Electronic Systems,
Information Systems and Technical Services sectors (Northrop
Grumman). Now Northrop takes its business and leadership
positions very serious. As part of its responsibility report they
include leadership, business, governance, innovation,
environmental, and people and culture. Northrop Grumman's

8. leadership is founded on talented employees effectively
applying advanced technology, innovative manufacturing and
sound business management (Northrop, 2016).
Works Cited
L, B. (2010, February 17). Lockheed Martin: Changing the
culture of leadership. . Retrieved from
https://www.bloomberg.com/news/articles/2010-02-
16/lockheed-martin-changing-the-culture-of-
leadershipbusinessweek- business-news-stock-market-and-
financial-advice
Lockheed Martin Corporation. Lockheed Martin - leadership
development program. Retrieved March 6, 2017, from
http://www.lockheedmartinjobs.com/leadership-
development- program.aspx
Northrop Grumman. Northrop Grumman corporation: News and
events - news release. Retrieved March 6, 2017, from
http://investor.northropgrumman.com/phoenix.zhtml?c=11
2386&p=irol- newsArticle&ID=2097231
Northrop Grumman. (2016). Our values. Retrieved March 6,
2017, from
http://www.northropgrumman.com/CorporateResponsibilit
y/Ethics/Pages /OurValues.aspx
Sheet1Change ImageBasis of ImageApplication to Company
#1Application to Company #2Pressures for ChangeDiffers from
others how?Unintended consequences from ImageDirectorA
leader who dictates what people should be doing in the
companyFor Yahoo, people believed that the new CEO became
a director when she decided that people could no longer work
from home. People felt as though, she was trying to gain more

9. control of each employeeWith the new CEO Cook, upper
management changed. For instance, executive leaders had an
increase in their compensation and have taken over new
responsibilities and roles for the company such as the MAPS
and SIRIThe pressures for change is to dictate the company to
become what they think it should become instead of leading it
to the vision of the company as a whole.Differs by dictating
instead of guiding or leading the changeUnhappy staff, turnover
rates, dictatorshipNavigatorA leader who leads the organization
through guidance and leading by example.Although the CEO
had negative reviews about not allowing people to work from
home, she changed the culture of the company to become more
work friendly. For instance, she began to offer free meals in the
cafeteria for workers and social happy hour for people to bond
after work.The CEO wants to make the shares of the company to
give back. He believes in philanthropy of giving back especially
if he has been given so much. Thus, he wants to change the
company by leading by example.As a navigator, it is trying to
figure out ways to change the company by guiding it and
leading the way to become a sucessful and even more innovative
organization.It differs from others because it is not focused on
demanding or asking how the company should be changed.
Instead, it is through leading the way that the change is
happening and sharing the vision of the organization to
everyone.The consequence is that people will not believe in the
same vision as the navigator and thus, decide to deviate despite
the leadership's guidance and or support.CaretakerThe leader
just has to maintain the success of the company by ensuring all
employees are taken care of and resources are readily
available.For Yahoo, the CEO is a caretaker of the company to
ensure that the whole company becomes successful and not one
department is left behind.For Apple, the CEO already has a
successful company, he just has to maintain the success by
continuing to advance the APPLE's reputation for being the
advanced smart phone all over the worldThe pressure for change
for a Caretaker is once the company becomes successful, it is

10. essential that the CEO is able to maintain its success and
project/organization implementationsThis differs from others
because, a Caretaker is more a support instead of leading the
company.The Caretaker does not lead or provide a direction for
the company to take on. The Caretaker does not advance the
organizationCoachInterpreterNurturer
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